Human Resources Operations Manager

Hanley Energy is a globally recognized innovator in critical power and energy management solutions, headquartered in Ireland with affiliate offices in the United States, Australia, Germany, South Africa and the Nordics.

Our core capabilities cover the design, development, supply, installation and commission of turnkey critical power and energy management solutions – from the power grid all the way to the data center IT rack.

Our consulting capabilities guide customers through the challenges of technology transformation allowing the realization of operational efficiencies underpinned by lifecycle management, service, and maintenance.

In this way, we enable our clients to optimize capital and operational expenditures, reduce energy costs, ensure 100% up-time, and increase operational competitiveness.

Our approach is to develop strong partnerships with clients, ensuring excellent delivery coupled with cost-effective technology solutions.

Our values are Service Excellence Quality Innovation Partnership

Service Excellence: We are committed to superior customer service.

Quality: We strive for technical excellence and high-impact results.

Innovation: We are innovative to achieve exemplary solutions.

Partnership: We build mutual trust and dependability.

Why this role is important to us:

The HR Operations Manager-US role is based in the company’s U.S. headquarters in Virginia. It is a key role within the Global HR Team, with responsibility for overseeing and managing all HR Operations functions for all offices where we operate in the U.S. The role will have a strong focus on providing HR value to the business and its employees.

The role will support the People Strategy agenda, participate in workforce change initiatives and continuous improvements, working to proactively ensure the HR function adds value to the company.

What will you do?

You will have responsibility for:

• Building positive relationships and partnering with the business and functional colleagues to ensure consistency and HR best practices as well as ensuring effective communications with stakeholders.
• Ensuring that the company’s employment offers are reviewed regularly and benchmarked against best practice standards and shared with Talent Acquisition to facilitate consistent hiring practices.
• Reviewing current employment offers and implementing changes where needed for any employees where contractual anomalies are found or improvements or changes are needed.
• Timely, accurate, and operational delivery of payroll data to finance.
• Reviewing and administering employee benefits to ensure that any new schemes introduced are implemented effectively.
• Ensuring compliance with all employment, trade union, and organized labor-related obligations under federal, state, and local laws and regulations in the states where the company conducts business, as they relates to the company’s role as an employer and working effectively with outside legal counsel on complex or evolving legal obligations.
• Superuser status for the HRIS system, ensuring managers can avail themselves of the key functions that will make their life and that of the HR team easier.
• Ensuring all employee queries are addressed within the agreed SLA and seeing that the in-house ticketing system is effectively used to support same.
• Providing the company with regular updates of workforce data, such as attrition rates, attendance rates, diversity metrics, and any data gathered from regular employee surveys.
• Continuously evaluating internal HR processes to improve efficiency, simplicity, and employee experience, and using data/reporting to showcase performance and impact.
• Working collaboratively within the wider HR team to ensure HR projects are delivered successfully, including implementation of new policies.
• Managing all employee relations-related activities, escalating to the company’s Global Head of HR when appropriate.
• Collaborating with Ireland-based colleagues to share best practices, lessons learned and consistent approaches to HR.
• Collaborating with colleagues on workforce learning and development related activities, ensuring that employee onboarding is completed so that new hires can on-board and engage easily.
• Managing the annual review process, helping managers to utilize the tools available in a HRIS. To make the process easy for managers and take less time overall to process and report from.

What we value:

• Knowledge of HR operations functions, including experience/background in operating procedures, operating models, and policy/process development.
• Knowledge of end-to-end Payroll processes to support and ensure effectiveness.
• Knowledge of U.S. federal, state, and local employment and labor laws and regulations in the jurisdictions where the company does business, with experience in writing appropriate HR policies and practices.
• Ability to analyze and reconcile multiple workforce data points and to articulate and present findings.
• Strong organizational skills and the ability to prioritize deliverables for oneself and others.
• Ability to develop strong partnerships with colleagues across the business and third-party partners.
• Self-motivation and result-orientation, with an ability and experience to effectively manage and motivate others.
• High attention to detail and the ability to work under pressure within tight deadlines.
• Ability to make sound business decisions and to recognize when to escalate issues.
• Flexibility and adaptability to changes in procedures, processes, and systems.
• Strong customer focus and strong oral and written communication skills, with the ability to articulate complex processes and decisions to a variety of audiences.
• Previous experience with an HRIS is preferred but not essential.
• HR project management experience.
• Previous HR experience with a large global multi-national entity.